ProGroup > Learn > Articles > Don't Let History Repeat Itself

Don't Let History Repeat Itself

October 2005 diversity newsletter

In 1914, when my dad, Bob Stinson, was 18 months old, he contracted polio. Once he was diagnosed, his doctor and parents couldn't find much information about how to treat polio victims, but the recommended treatment was to immobilize and splint the limbs hoping they would heal.

My grandma, Jessie, thought that idea was ridiculous. It just didn't make sense to her to force a small child to lay immobile while his legs got weaker, so she did what she thought was best. Grandma spent hours every day massaging, stretching, and exercising Dad's legs. It turns out her instincts were right. Years later, in the 1940s, Sister Kenny would found the Sister Kenny Institute in Minneapolis using treatments she developed in Australia. Her treatments used refinements of the same methods Grandma used with the addition of hot packs.

Thanks to Grandma's therapy, Dad emerged from his bout with polio standing upright, although he wore braces on both legs. He easily learned to maneuver the braces and had no trouble keeping up with his sister, two brothers, and the neighborhood gang. They spent a typical childhood living on the river, fishing, swimming, playing ball, and delivering moonshine for the neighbor. Family and neighbors didn't treat Dad as special or someone to feel sorry for and he didn't see himself as disabled. He played on the softball team, with a designated runner, worked on the school newspaper, and was named the "guy to watch out for" in his high school senior yearbook.

Right out of high school, Dad went to school to become an accountant, the career of his dreams. With an accounting certificate and a glowing letter of recommendation in hand, he hit the pavement looking for a job. At his first interview, the man glared at Dad as he entered the office and immediately told him that the job had been filled. The next interviewer told Dad that it wouldn't work out because they had stairs. Countless interviews followed the same pattern over the next month. At his final interview, the head of the firm was more honest and said, "I think you should look into another line of work. You wouldn't have the stamina to handle the physical demands of this type of job."

Dad was discouraged and took the next job offered to him - as a machinist, requiring that he stand eight hours a day. Dad held that job for the next 35 years and only took time off for the births of his children and vacations. When he retired at age 60, the company had to hire two people to replace him.

While his job was tedious, the rest of Dad's life was anything but. He was tireless and active as a Mason, a Cub Scout leader, an elder at the Presbyterian Church, a Sunday school teacher, and a softball team manager to name just a few. To earn more money, since his income never reached his goal of $10,000 a year, he started and ran Stinson Camping on evenings and weekends.

A strong believer in testing all of the products he sold and rented, Dad took our family camping and hiking all over the United States throughout my childhood. I have had my picture taken at just about every roadside monument in this great land.

We never felt sorry for Dad or thought of his limp and braces as a liability. They were just part of who he was. However, I learned that others regarded him differently. One incident that sticks in my mind was when I went on a date with a guy who was trying to determine which Stinson family we were. He asked, "Is your dad that cripple?" It was our first and last date.

Although he retired from his job as a machinist at Central Research at 60, Dad and Mom continued running Stinson Camping until he was 84. Then, the only thing that stopped him was Alzheimer's disease, which he died of a year ago at age 90. His last advice to me was, "Get back to work!"

So, what's my point? My point is that what happened to my dad nearly 70 years ago is still happening in 2005 to thousands of people with disabilities. They are underestimated, underemployed, and underpaid, if they can get a job at all.

Some, like my dad, have visible disabilities. They are often not hired or are underemployed. Many others have hidden disabilities and live in fear that they will be found out and marginalized. They have good reason to be afraid of revealing their disabilities. According to many surveys, people in the workplace with disabilities, both hidden and visible, aren't considered for many jobs they are fully capable of doing. They are passed over for promotions they deserve; they aren't seen as leadership material.

October is Disability Employment Awareness Month. Please take a moment to think about the untapped potential of America's 30 million people with disabilities. Think about what you can do to give a fair chance to people like my dad who have so much to offer. The payoff to you and your organization will be amazing.

Bob's 5 tips

This is advice I got from my dad about interacting with people with disabilities.

1. Offer Before Taking Action

Don't assume a person with a disability needs help. If we appear to need help, ask before you act. If the answer is no, take us at our word. If the answer is yes, ask how you can help.

2. Think Before Touching

Grabbing or hurrying can throw people like me off balance. When we are in wheelchairs, don't pat us on the head and don't start pushing the chair without being asked. Keep your hands off our wheelchairs, scooters, canes, crutches, or service dogs unless you've been given permission.

3. Talk to Us

Make conversation with a person who has a disability as you would with anyone else. We hunt, fish, go to movies, dance, shop, vote, read trashy novels, talk politics, etc.
Karen's note: If someone has an interpreter, look at and speak directly to the individual. If someone is hearing impaired, make sure your mouth is visible and that you form your words clearly.

4. View Requests for Accommodations as Good News

Don't bring up our disability right away unless it's necessary due to circumstances or accommodation issues. If a person with a disability asks for an accommodation at your business, view it as positive. The person is asking in order to do a better job and be more productive.

5. Don't Assume

Don't make assumptions about what we can or cannot do. Don't assume that we won't want to go somewhere or join you in an activity. Don't assume that we are not capable of that business trip or interested in that job opportunity or that transfer.

five "ah-ha" statistics

One in five Americans has a disability, visible or hidden, a number that is expected to double by 2020.

Fifty-six percent (56%) of people with disabilities are employed, earning on average 19% less than those who are not disabled.

Employees with disabilities have the same absenteeism rate, a lower turnover rate, and a better safety rate than those who are not disabled.

Cost of the average accommodation is just $200.

People with disabilities have a collective annual spending power of $220 billion.

ProGroup Podcast

ProGroup introduces our ">first podcast. Also subscribe via ">RSS feed. Tune in to get more in depth on this subject today!

Subscribe to Novations' ViewPoint